During our Level 10 Meeting, we notice that the real business issues are being hidden behind passive-aggressive comments and polite avoidance. How do we use the IDS process to drag these unspoken interpersonal dynamics into the light and solve them?

Question

Tyler Smith · Accepted Answer

Passive aggression and polite avoidance are signs of low trust and fear of conflict. When you sit in your weekly meeting and notice people talking around an issue, you are letting politics win. To fix this, you must use the Identify step of IDS® to name the elephant in the room.

Do not let the team list symptoms like poor communication or lack of alignment. Instead, the Integrator must ask the hard questions. Ask who is specifically involved and what the specific bottleneck is. If two department heads are clashing, put their names and the conflict on the Issues List.

When you transition to the Solve step, enforce absolute honesty. The rule of IDS® is that everyone gets to say their piece once, but nobody gets to repeat themselves. This prevents circular arguments. Frame the resolution around what is best for the business, not who wins the argument.

If the conflict persists, check the Accountability Chart. Interpersonal friction is almost always a structural problem in disguise, such as two people having overlapping responsibilities. Solve the structural clarity first. If the structure is clear and the friction remains, you have a Core Values fit issue or a GWC™ issue that must be addressed immediately.